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  • Touchpad doesn't work after logging in

    - by Vamsi Emani
    The touchpad of my laptop fails to work soon after I login to Ubuntu. I;ve gone through several threads in forums regarding the same and have tried out : gconftool -set boolean ... command I;ve even tried to reboot the system in recovery mode, also I;ve unchecked the System - Preferences - enable touchpad while key type and restarted. None of the above methods which did work for few seem to work for me. Please help me. How can I fix the touchpad issue in Ubuntu 11.10 without a reinstall? I am using 64 bit Oneiric, on Dell Inspiron

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  • How does VS 2005 provide history across all TFS Team Projects when tf.exe cannot?

    - by AakashM
    In Visual Studio 2005, in the TFS Source Control Explorer, these is a top-level node for the TFS Server itself, with a child node for each Team Project. Right-clicking either the server node or the node for a Team Project gives a context menu on which there is a View History item. Selecting this gives you a History window showing the last 200 or so changesets, either for the specific Team Project chosen, or across all Team Projects. It is this history across all Team Projects that I am wondering about. The command-line tf.exe history command provides (as I understand it) basically the same functionality as is provided by the VS TFS Source Control plug-in. But I cannot work out how to get tf.exe history to provide this across-all-Team-Projects history. At a command line, supposing I have C:\ mapped as the root of my workspace, and Foo, Bar, and Baz as Team Projects, I can do C:\> tf history Foo /recursive /stopafter:200 to get the last 200 changesets that affected Team Project Foo; or from within a Team Project folder C:\Bar> tf history *.* /recursive /stopafter:200 which does the same thing for Team Project Bar - note that the wildcard *.* is allowed here. However, none of these work (each gives the error message shown): C:\> tf history /recursive /stopafter:200 The history command takes exactly one item C:\> tf history *.* /recursive /stopafter:200 Unable to determine the source control server C:\> tf history *.* /server:servername /recursive /stopafter:200 Unable to determine the workspace I don't see an option in the docs for tf for specifying a workspace; it seems to only want to determine it from the current folder. So what is VS 2005 doing? Is it internally doing a history on each Team Project in turn and then sticking the results together?? note also that I have tried with Power Tools; tfpt history from the command line gives exactly the same error messages seen here

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  • Keyboard locking up in Visual Studio 2010

    - by Jim Wang
    One of the initiatives I’m involved with on the ASP.NET and Visual Studio teams is the Tactical Test Team (TTT), which is a group of testers who dedicate a portion of their time to roaming around and testing different parts of the product.  What this generally translates to is a day and a bit a week helping out with areas of the product that have been flagged as risky, or tackling problems that span both ASP.NET and Visual Studio.  There is also a separate component of this effort outside of TTT which is to help with customer scenarios and design. I enjoy being on TTT because it allows me the opportunity to look at the entire product and gain expertise in a wide range of areas.  This week, I’m looking at Visual Studio 2010 performance problems, and this gem with the keyboard in Visual Studio locking up ended up catching my attention. First of all, here’s a link to one of the many Connect bugs describing the problem: Microsoft Connect I like this problem because it really highlights the challenges of reproducing customer bugs.  There aren’t any clear steps provided here, and I don’t know a lot about your environment: not just the basics like our OS version, but also what third party plug-ins or antivirus software you might be running that might contribute to the problem.  In this case, my gut tells me that there is more than one bug here, just by the sheer volume of reports.  Here’s another thread where users talk about it: Microsoft Connect The volume and different configurations are staggering.  From a customer perspective, this is a very clear cut case of basic functionality not working in the product, but from our perspective, it’s hard to find something reproducible: even customers don’t quite agree on what causes the problem (installing ReSharper seems to cause a problem…or does it?). So this then, is the start of a QA investigation. If anybody has isolated repro steps (just comment on this post) that they can provide this will immensely help us nail down the issue(s), but I’ll be doing a multi-part series on my progress and methodologies as I look into the problem.

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  • Technical development decision for my newly established software company

    - by test test
    I have a new software company where I am planning to develop CRM system. So I have settled down on the technological approach I am going to use:- I will use an open source Java-based CRM engine. I will use a third party reporting tool named JasperReports for providing reports capabilities for the CRM. I will develop the interface and any customization which the customer might ask for using asp.net mvc framework since my knowledge and experience are based on asp.net. And I will use the CRM API to integrate my asp.net web application with the Java-based CRM. I have developed a simple demo which integrate these three main components (CRM engine, asp.net application and the reporting tool) and they worked well. But I am afraid of the following risk that I might face if I go with the above approach: I should hire developers with different skills and experience: Developers with Java skills to be able to modify the Java-based CRM and writing plug-ins -when needed- to extend the CRM capabilities. Other developers with asp.net skills to be able to build the application such as application forms, the portal from where users will be able to start the CRM processes, searching capabilities, etc. So might the above point raise some risks when I start hiring a new team and start building the CRM application, OR I am on the right track at this early stage?

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  • Where'd My Data Go? (and/or...How Do I Get Rid of It?)

    - by David Paquette
    Want to get a better idea of how cascade deletes work in Entity Framework Code First scenarios? Want to see it in action? Stick with us as we quickly demystify what happens when you tell your data context to nuke a parent entity. This post is authored by Calgary .NET User Group Leader David Paquette with help from Microsoft MVP in Asp.Net James Chambers. We got to spend a great week back in March at Prairie Dev Con West, chalk full of sessions, presentations, workshops, conversations and, of course, questions.  One of the questions that came up during my session: "How does Entity Framework Code First deal with cascading deletes?". James and I had different thoughts on what the default was, if it was different from SQL server, if it was the same as EF proper and if there was a way to override whatever the default was.  So we built a set of examples and figured out that the answer is simple: it depends.  (Download Samples) Consider the example of a hockey league. You have several different entities in the league including games, teams that play the games and players that make up the teams. Each team also has a mascot.  If you delete a team, we need a couple of things to happen: The team, games and mascot will be deleted, and The players for that team will remain in the league (and therefore the database) but they should no longer be assigned to a team. So, let's make this start to come together with a look at the default behaviour in SQL when using an EDMX-driven project. The Reference – Understanding EF's Behaviour with an EDMX/DB First Approach First up let’s take a look at the DB first approach.  In the database, we defined 4 tables: Teams, Players, Mascots, and Games.  We also defined 4 foreign keys as follows: Players.Team_Id (NULL) –> Teams.Id Mascots.Id (NOT NULL) –> Teams.Id (ON DELETE CASCADE) Games.HomeTeam_Id (NOT NULL) –> Teams.Id Games.AwayTeam_Id (NOT NULL) –> Teams.Id Note that by specifying ON DELETE CASCADE for the Mascots –> Teams foreign key, the database will automatically delete the team’s mascot when the team is deleted.  While we want the same behaviour for the Games –> Teams foreign keys, it is not possible to accomplish this using ON DELETE CASCADE in SQL Server.  Specifying a ON DELETE CASCADE on these foreign keys would cause a circular reference error: The series of cascading referential actions triggered by a single DELETE or UPDATE must form a tree that contains no circular references. No table can appear more than one time in the list of all cascading referential actions that result from the DELETE or UPDATE – MSDN When we create an entity data model from the above database, we get the following:   In order to get the Games to be deleted when the Team is deleted, we need to specify End1 OnDelete action of Cascade for the HomeGames and AwayGames associations.   Now, we have an Entity Data Model that accomplishes what we set out to do.  One caveat here is that Entity Framework will only properly handle the cascading delete when the the players and games for the team have been loaded into memory.  For a more detailed look at Cascade Delete in EF Database First, take a look at this blog post by Alex James.   Building The Same Sample with EF Code First Next, we're going to build up the model with the code first approach.  EF Code First is defined on the Ado.Net team blog as such: Code First allows you to define your model using C# or VB.Net classes, optionally additional configuration can be performed using attributes on your classes and properties or by using a Fluent API. Your model can be used to generate a database schema or to map to an existing database. Entity Framework Code First follows some conventions to determine when to cascade delete on a relationship.  More details can be found on MSDN: If a foreign key on the dependent entity is not nullable, then Code First sets cascade delete on the relationship. If a foreign key on the dependent entity is nullable, Code First does not set cascade delete on the relationship, and when the principal is deleted the foreign key will be set to null. The multiplicity and cascade delete behavior detected by convention can be overridden by using the fluent API. For more information, see Configuring Relationships with Fluent API (Code First). Our DbContext consists of 4 DbSets: public DbSet<Team> Teams { get; set; } public DbSet<Player> Players { get; set; } public DbSet<Mascot> Mascots { get; set; } public DbSet<Game> Games { get; set; } When we set the Mascot –> Team relationship to required, Entity Framework will automatically delete the Mascot when the Team is deleted.  This can be done either using the [Required] data annotation attribute, or by overriding the OnModelCreating method of your DbContext and using the fluent API. Data Annotations: public class Mascot { public int Id { get; set; } public string Name { get; set; } [Required] public virtual Team Team { get; set; } } Fluent API: protected override void OnModelCreating(DbModelBuilder modelBuilder) { modelBuilder.Entity<Mascot>().HasRequired(m => m.Team); } The Player –> Team relationship is automatically handled by the Code First conventions. When a Team is deleted, the Team property for all the players on that team will be set to null.  No additional configuration is required, however all the Player entities must be loaded into memory for the cascading to work properly. The Game –> Team relationship causes some grief in our Code First example.  If we try setting the HomeTeam and AwayTeam relationships to required, Entity Framework will attempt to set On Cascade Delete for the HomeTeam and AwayTeam foreign keys when creating the database tables.  As we saw in the database first example, this causes a circular reference error and throws the following SqlException: Introducing FOREIGN KEY constraint 'FK_Games_Teams_AwayTeam_Id' on table 'Games' may cause cycles or multiple cascade paths. Specify ON DELETE NO ACTION or ON UPDATE NO ACTION, or modify other FOREIGN KEY constraints. Could not create constraint. To solve this problem, we need to disable the default cascade delete behaviour using the fluent API: protected override void OnModelCreating(DbModelBuilder modelBuilder) { modelBuilder.Entity<Mascot>().HasRequired(m => m.Team); modelBuilder.Entity<Team>() .HasMany(t => t.HomeGames) .WithRequired(g => g.HomeTeam) .WillCascadeOnDelete(false); modelBuilder.Entity<Team>() .HasMany(t => t.AwayGames) .WithRequired(g => g.AwayTeam) .WillCascadeOnDelete(false); base.OnModelCreating(modelBuilder); } Unfortunately, this means we need to manually manage the cascade delete behaviour.  When a Team is deleted, we need to manually delete all the home and away Games for that Team. foreach (Game awayGame in jets.AwayGames.ToArray()) { entities.Games.Remove(awayGame); } foreach (Game homeGame in homeGames) { entities.Games.Remove(homeGame); } entities.Teams.Remove(jets); entities.SaveChanges();   Overriding the Defaults – When and How To As you have seen, the default behaviour of Entity Framework Code First can be overridden using the fluent API.  This can be done by overriding the OnModelCreating method of your DbContext, or by creating separate model override files for each entity.  More information is available on MSDN.   Going Further These were simple examples but they helped us illustrate a couple of points. First of all, we were able to demonstrate the default behaviour of Entity Framework when dealing with cascading deletes, specifically how entity relationships affect the outcome. Secondly, we showed you how to modify the code and control the behaviour to get the outcome you're looking for. Finally, we showed you how easy it is to explore this kind of thing, and we're hoping that you get a chance to experiment even further. For example, did you know that: Entity Framework Code First also works seamlessly with SQL Azure (MSDN) Database creation defaults can be overridden using a variety of IDatabaseInitializers  (Understanding Database Initializers) You can use Code Based migrations to manage database upgrades as your model continues to evolve (MSDN) Next Steps There's no time like the present to start the learning, so here's what you need to do: Get up-to-date in Visual Studio 2010 (VS2010 | SP1) or Visual Studio 2012 (VS2012) Build yourself a project to try these concepts out (or download the sample project) Get into the community and ask questions! There are a ton of great resources out there and community members willing to help you out (like these two guys!). Good luck! About the Authors David Paquette works as a lead developer at P2 Energy Solutions in Calgary, Alberta where he builds commercial software products for the energy industry.  Outside of work, David enjoys outdoor camping, fishing, and skiing. David is also active in the software community giving presentations both locally and at conferences. David also serves as the President of Calgary .Net User Group. James Chambers crafts software awesomeness with an incredible team at LogiSense Corp, based in Cambridge, Ontario. A husband, father and humanitarian, he is currently residing in the province of Manitoba where he resists the urge to cheer for the Jets and maintains he allegiance to the Calgary Flames. When he's not active with the family, outdoors or volunteering, you can find James speaking at conferences and user groups across the country about web development and related technologies.

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  • Are More Comments Better in High-Turnover Environments?

    - by joshin4colours
    I was talking with a colleague today. We work on code for two different projects. In my case, I'm the only person working on my code; in her case, multiple people work on the same codebase, including co-op students who come and go fairly regularly (between every 8-12 months). She said that she is liberal with her comments, putting them all over the place. Her reasoning is that it helps her remember where things are and what things do since much of the code wasn't written by her and could be changed by someone other than her. Meanwhile, I try to minimize the comments in my code, putting them in only in places with a unobvious workaround or bug. However, I have a better understanding of my code overall, and have more direct control over it. My opinion in that comments should be minimal and the code should tell most of the story, but her reasoning makes sense too. Are there any flaws in her reasoning? It may clutter the code but it ultimately could be quite helpful if there are many people working on it in the short- to medium-run.

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  • Leadership does not see value in standard process for machine configuration and new developer orientation

    - by opensourcechris
    About 3 months ago our lead web developer and designer(same person) left the company, greener pastures was the reason for leaving. Good for them I say. My problem is that his department was completely undocumented. Things have been tough since the lead left, there is a lot of knowledge both theoretical knowledge we use to quote new projects and technical/implementation knowledge of our existing products that we have lost as a result of his departure. My normal role is as a product manager (for our products themselves) and as a business analyst for some of our project based consulting work. I've taught myself to code over the past year and in an effort to continue moving forward I've taken on the task of setting my laptop up as a development machine with hopes of implementing some of the easier feature requests and fixing some of the no brainer bugs that get submitted into our ticketing system. But, no one knows how to take a fresh Windows machine and configure it to work seamlessly with our production apps. I have requested my boss, who is still in contact with the developer who left, ask them to document and create a process to onboard a new developer, software installation, required packages, process to deploy to the productions application servers, etc. None of this exists, and I'm spinning my wheels trying to get my computer working as a functional development machine. But she does not seem to understand the need for such a process to exist. Apparently the new developer who replaced the one who left has been using a machine that was pre-configured for our environment, so even the new developer could not set up a new machine if we added another developer. My question is two part: Am I wrong in assuming a process to on-board and configure a new computer to be part of our development eco-system should exist? Am I being a whinny baby and should I figure the process out and create a document on my own?

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  • It’s official – Red Gate is a great place to work!

    - by red@work
    At a glittering award ceremony last week, we found out that we’re officially the 14th best small company to work for in the whole of the UK! This is no mean feat, considering that about 1,000 companies enter the Sunday Times Top 100 best companies awards each year. Most of these are in the small companies category too. It's the fourth year in a row for us to be in the Top 100 list and we're tickled pink because the results are based on employee opinion. We’re particularly proud to be the best small company in Cambridge (in the whole of East Anglia, in fact) and the best small software development company in the entire UK. So how does it all work? Well, 90% of us took the time to answer over 70 questions on categories such as management, benefits, wellbeing, leadership, giving something back and what we think of Red Gate as a whole. It makes you think about every part of day to day working life and how you feel about it. Do you slightly or strongly agree or disagree that your manager motivates your to do your best every day, or that you have confidence in Red Gate's leaders, or that you’re not spending too much time working? It's great to see that we had one of the best scores in the country for the question "Do you think your company takes advantage of you?" We got particularly high scores for management, wellbeing and for giving something back too. A few of us got dressed up and headed to London for the awards; very excited about where we’d place but slightly nervous about having to get up on stage. There was a last minute hic up with a bow tie but the Managing Editor of the Sunday Times kindly stepped in to offer his assistance just before we had our official photo taken. We were nominated for two Special Recognition Awards. Despite not bringing them home this year, we're very proud to be nominated as there are only three nominations in each category. First we were up for the Training and Development award. Best Companies loved that we get together at lunchtimes to teach each other photography, cookery and French, as well as our book clubs and techie talks. And of course they liked our opportunities to go on training courses and to jet off to international conferences. Our other nomination was for the Wellbeing award. Best Companies loved our free food (and let’s face it, so do we). Porridge or bacon sandwiches for breakfast, a three course hot dinner, and free fruit and cereals all day long. If all that has an affect on the waistline then there are plenty of sporty activities for us all to get involved in, such as yoga, running or squash. Or if that’s not your thing then a relaxing massage helps us all to unwind every few months or so. The awards were hosted by news presenter Kate Silverton. She gave us a special mention during the ceremony for having great customer engagement as well as employee engagement, after we told her about Rodney Landrum (a Friend of Red Gate) tattooing our logo on his arm. We showed off our customised dinner jacket (thanks to Dom from Usability) with a flashing Red Gate logo on the back and she seemed suitability impressed. Back in the office the next day, we popped open the champagne and raised a glass to our success. Neil, our joint CEO, talked about how pleased he was with the award because it's based on the opinions of the people that count – us. You can read more about the Sunday Times awards here. By the way, we're still growing and are still hiring. If you’d like to keep up with our latest vacancies then why not follow us on Twitter at twitter.com/redgatecareers. Right now we're busy hiring in development, test, sales, product management, web development, and project management. Here's a link to our current job opportunities page – we'd love to hear from great people who are looking for a great place to work! After all, we're only great because of the people who work here. Post by: Alice Chapman

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  • Rule of thumb for cost vs. savings for code re-use

    - by Styler
    Is it a good rule of thumb to always write code for the intent of re-using it somewhere down the road? Or, depending on the size of the component you are writing, is it better practice to design it for re-use when it makes sense with regards to time spent on it. What is a good rule of thumb for spending extra time on analysis and design on project components that have "some probability" of being needed later down the road for other things that may or may need this part. For example, if I have the need for project X to do things A, and B. A definitely needs to be written for re-use because it just makes sense to do so. B is very project specific at the moment, and I can hack it all together in a couple days to finish the project on time and give everyone kudos for being a great team, etc. Or if we say, lets spend a whole friggin' 2 weeks figuring out what project Y/Z might need this thing for and spend a load of extra time on on part B because someday we might need to use it on project Y/Z (where the savings will be realized). I'd imagine a perfect world situation would be a nicely crafted combination of project specific vs. re-use architected components given the project. However some code shops might feel it would be a great idea to write everything for the intention of using it at some point down the road.

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  • You Are Hiring But Do Candidate&rsquo;s Want to Work For You

    - by david.talamelli
    So here you are – it has happened, you are now interviewing for that position that you have either applied for or maybe were called about. Whether you are an “active” candidate looking for a job or a “passive” candidate who was contacted about the opportunity, it doesn’t matter now. Regardless of the circumstances of how you got to the interview stage, how you and your new potential manager connect with each other at interview will play a part in whether you are successful in landing that job. The best manager/employee relationships I think tend to be the ones where both the manager and employee have a common goal that they are both working towards and they work together in unison to achieve these goals. Candidates – when you are interviewing for a role, remember that an interview is a two way process. An interview shouldn’t be just a case of a company interviewing you to see if you are a good fit for a certain role. Don’t forget in an interview process it is equally important that you take the opportunity to similarly interview the company to see if that role/company are the right place for you to move to as the next step in your career. I think an interview should not only be a chance for a Hiring Manager to get to better know a candidate and asses his capability and cultural fit for a team/company but it should also be a chance for the candidate to similarly assess a company or manager about whether they are someone that they want to work with. Managers – I know Recruiters have been talking about the “war for talent” since before many of you were managers, but there is no denying it – it exists. You are not only competing with other companies for talented individuals but you are also competing with the existing companies that those talented individuals are working at. Companies are not going to let the people they have identified as superstars resign without a fight (this is the classic Counter Offer scenario which may be another blog post in itself). So how do we get these great people – their current employer will do all they can to keep them, everyone else wants them – does this mean all hope is lost? No, absolutely not. The same reasons that have always existed on why candidates are interested in other opportunities is still there: it could be that someone is looking for career advancement, or they want the chance to work with new technology or maybe you have an opportunity that is exactly what that person is looking to do. As a Hiring Manager don’t just conduct your interviews in question/answer mode. You should talk to that individual to work out what it is they are looking for and you can then relate how your role addresses that. It is potentially going to be the two of you working together so you two are the ones who have to be most comfortable with each other. Don’t oversell the role – set realistic expectations of what that candidate can expect working in your team – give them the good, the bad and the ugly so they can make an informed decision. Manager’s think back to when you last were looking for a job and put yourself in the candidate’s shoes. When you were looking for a job, what was it that you wanted to know about Oracle, or what was it that you wanted more information about. There are some great Business Leaders that work here at Oracle – if you are one of them it is likely that you already are doing all these things anyway. The good news for you is that you are also likely raising yourself head and shoulders above what many interviewers do – that in itself gives you a competitive advantage in this ‘war for talent’ but as a great Business Leader you already know that

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  • Reg Gets a Job at Red Gate (and what happens behind the scenes)

    - by red(at)work
    Mr Reg Gater works at one of Cambridge’s many high-tech companies. He doesn’t love his job, but he puts up with it because... well, it could be worse. Every day he drives to work around the Red Gate roundabout, wondering what his boss is going to blame him for today, and wondering if there could be a better job out there for him. By late morning he already feels like handing his notice in. He got the hacky look from his boss for being 5 minutes late, and then they ran out of tea. Again. He goes to the local sandwich shop for lunch, and picks up a Red Gate job menu and a Book of Red Gate while he’s waiting for his order. That night, he goes along to Cambridge Geek Nights and sees some very enthusiastic Red Gaters talking about the work they do; it sounds interesting and, of all things, fun. He takes a quick look at the job vacancies on the Red Gate website, and an hour later realises he’s still there – looking at videos, photos and people profiles. He especially likes the Red Gate’s Got Talent page, and is very impressed with Simon Johnson’s marathon time. He thinks that he’d quite like to work with such awesome people. It just so happens that Red Gate recently decided that they wanted to hire another hot shot team member. Behind the scenes, the wheels were set in motion: the recruitment team met with the hiring manager to understand exactly what they’re looking for, and to decide what interview tests to do, who will do the interviews, and to kick-start any interview training those people might need. Next up, a job description and job advert were written, and the job was put on the market. Reg applies, and his CV lands in the Recruitment team’s inbox and they open it up with eager anticipation that Reg could be the next awesome new starter. He looks good, and in a jiffy they’ve arranged an interview. Reg arrives for his interview, and is greeted by a smiley receptionist. She offers him a selection of drinks and he feels instantly relaxed. A couple of interviews and an assessment later, he gets a job offer. We make his day and he makes ours by accepting, and becoming one of the 60 new starters so far this year. Behind the scenes, things start moving all over again. The HR team arranges for a “Welcome” goodie box to be whisked out to him, prepares his contract, sends an email to Information Services (Or IS for short - we’ll come back to them), keeps in touch with Reg to make sure he knows what to expect on his first day, and of course asks him to fill in the all-important wiki questionnaire so his new colleagues can start to get to know him before he even joins. Meanwhile, the IS team see an email in SupportWorks from HR. They see that Reg will be starting in the sales team in a few days’ time, and they know exactly what to do. They pull out a new machine, and within minutes have used their automated deployment software to install every piece of software that a new recruit could ever need. They also check with Reg’s new manager to see if he has any special requirements that they could help with. Reg starts and is amazed to find a fully configured machine sitting on his desk, complete with stationery and all the other tools he’ll need to do his job. He feels even more cared for after he gets a workstation assessment, and realises he’d be comfier with an ergonomic keyboard and a footstool. They arrive minutes later, just like that. His manager starts him off on his induction and sales training. Along with job-specific training, he’ll also have a buddy to help him find his feet, and loads of pre-arranged demos and introductions. Reg settles in nicely, and is great at his job. He enjoys the canteen, and regularly eats one of the 40,000 meals provided each year. He gets used to the selection of teas that are available, develops a taste for champagne launch parties, and has his fair share of the 25,000 cups of coffee downed at Red Gate towers each year. He goes along to some Feel Good Fund events, and donates a little something to charity in exchange for a turn on the chocolate fountain. He’s looking a little scruffy, so he decides to get his hair cut in between meetings, just in time for the Red Gate birthday company photo. Reg starts a new project: identifying existing customers to up-sell to new bundles. He talks with the web team to generate lists of qualifying customers who haven’t recently been sent marketing emails, and sends emails out, using a new in-house developed tool to schedule follow-up calls in CRM for the same group. The customer responds, saying they’d like to upgrade but are having a licensing problem – Reg sends the issue to Support, and it gets routed to the web team. The team identifies a workaround, and the bug gets scheduled into the next maintenance release in a fortnight’s time (hey; they got lucky). With all the new stuff Reg is working on, he realises that he’d be way more efficient if he had a third monitor. He speaks to IS and they get him one - no argument. He also needs a test machine and then some extra memory. Done. He then thinks he needs an iPad, and goes to ask for one. He gets told to stop pushing his luck. Some time later, Reg’s wife has a baby, so Reg gets 2 weeks of paid paternity leave and a bunch of flowers sent to his house. He signs up to the childcare scheme so that he doesn’t have to pay National Insurance on the first £243 of his childcare. The accounts team makes it all happen seamlessly, as they did with his Give As You Earn payments, which come out of his wages and go straight to his favorite charity. Reg’s sales career is going well. He’s grateful for the help that he gets from the product support team. How do they answer all those 900-ish support calls so effortlessly each month? He’s impressed with the patches that are sent out to customers who find “interesting behavior” in their tools, and to the customers who just must have that new feature. A little later in his career at Red Gate, Reg decides that he’d like to learn about management. He goes on some management training specially customised for Red Gate, joins the Management Book Club, and gets together with other new managers to brainstorm how to get the most out of one to one meetings with his team. Reg decides to go for a game of Foosball to celebrate his good fortune with his team, and has to wait for Finance to finish. While he’s waiting, he reflects on the wonderful time he’s had at Red Gate. He can’t put his finger on what it is exactly, but he knows he’s on to a good thing. All of the stuff that happened to Reg didn’t just happen magically. We’ve got teams of people working relentlessly behind the scenes to make sure that everyone here is comfortable, safe, well fed and caffeinated to the max.

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  • How to be Agile when new work keeps affecting completed work?

    - by jdln
    The project I'm working on is to re-skin an existing website. The functionally will stay the same, its just the styles that are changing. The HTML is not changing, I'm only modifying the CSS files. The site is pretty complex. There are dozens of pages. Users can be logged in and have a number of different roles. Depending on their role the content of the page and what pages they are allowed to see varys. We're using GIT and Github. I'm trying to write CSS that works as components. So when the same form elements, headings, etc appear on multiple pages they are already styled and are consistent. Most of time this is working well. Sadly the format and class names in the HTML are at times messy and unpredictable. When I fix something on one page it can break another. The job is also harder as no one knows exactly all the variations that are possible due to the user roles. As such I'm continuously finding new variations as I go along. I'm making headway by putting a lot of comments in my CSS. If I need to remove a CSS rule Ill comment it out so I can still see it with the chrome dev tools, and ill put a comment in the CSS saying why I removed it and for what page this was done. This means that if on another page I'm about to add add the rule to fix a different problem, there is more of a chance I will see how this would break the first page. This allows me to either find a different solution that will work for both pages, or I can make the override page specific. This has been working quite well for me. If I had complete free reign and the only deadline was to finish the project by the end then this method would be fine. However my manager is trying to mitigate risk by breaking the work into areas to be completed per sprint. This is counter to how I have been approaching things as something like my typography styles will affect all other pages on the site. The other issue is that the different stakeholders want to sign off each section as I go along. However once I've finished a section it may change if I change CSS that affects it and also affects a new section I'm working on. I've asked that the stakeholders have a quick unofficial sign off in stages (eg per sprint), and have the final official sign off at the end of the project, but this is being met with resistance. I do understand why it would be higher risk to do this, but the only way to guarantee that a signed off section will not change is to make ALL future changes page specific. In addition to this I'm being told that all work that I push to the Git repo should be ready to go live, and as such should not contain any code comments. This is risky for me as I wont know until I've finished the site if I will ever benefit from these comments or not. Has anyone else been in a similar situation and managed to find a compromise that worked for my development approach and also the desires of management and stakeholders to have a more Agile approach? A more Agile workflow works great when you can break the work into components and know that once something is done it wont be affected by future work. However the nature of this project makes this hard to achieve.

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  • Searching for known Team Development helper tools

    - by John
    Hello, My team is small, only two programmers.We both share one source ,but we live in different places.The problem is that Meanwhile I make changes on our project,the other team worker makes changes as well.It's very hard to write down every change,at least for us. When we decide we've made an important change,we contact each other sending the whole project's source. This is not good,because: The files sent from one do not contain the changes that the other worker has been working on meanwhile. We host the source on free servers,thus makes it possible for other to see the files.It will be VERY much better if only few(those that are changed) files are being uploaded rather than the whole project. My question: Are there any tools that could make our lives easier? Thanks in advance! EDIT: We use Delphi 2009.

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  • Scrum for Team System 2010 - How to use story points instead of Hours

    - by dretzlaff17
    I have installed TFS 2010 using the Scrum for Team System v3. The work item templates want you to enter a Project Backlog Item that includes story points, then you need to add linked tasks as a child of the PBI. It is at the task level where you can assign team individuals, update estimated hours left, etc. What is the importance of the Story Points used at the PBI item if individual tasks are using hours? Has anyone customized this template so that the child work item tasks use story point burn downs instead of hours? Also, I would be nice to have the total number of story points from each individual task roll up into the PBI item as a read only field for total story points. Thanks for your time.

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  • How big teams work with database

    - by Michael Riva
    Lets say I have a team, 20 developers. And we are making a project on .net. In team every one can easy create their tables according to their modules working on it. And we think to use an ORM, can you tell me how can and which ORM tools for good to working with team. Is there any proven way? I m asking becouse I never work with a team, so I dont know the best practices. So you guys what kind of pattern you use?. I realy wonder. The team members can write their unit tests and supply necessary design patterns. What kind of approach I need to create to manage team? What kind of ORM tools that we have to use?

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  • What was the most productive improvement suggestion you ever made for your team

    - by questzen
    I suggested the testing and functional teams to use Freemind map for jotting the functional flows and test steps. There was some paranoia but our module took it up and the QA teams were surprised to see near zero review comments. There was misconception among the team that there are doing more work. I assured them that by the time others would complete their work along with comment fixes, we would be going out for team lunchs and we did. The real returns came when the developers started refering to the created document in their discussions. So share your contribution(s).

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  • Dell Vostro 3560 bluetooth doesn't work

    - by Shein
    I installed the wireless driver using this instruction How do I install BCM43142 wireless drivers for Dell Vostro 3460/3560 and I have WiFi working. No problems here. But unfortunately the bluetooth doesn't work. The ubuntu bar shows the bluetooth sign and I can turn the bluetooth on/off but I can't discover any devices. And I can't find my laptop when I turn visibility On. So, obviously bluetooth doesn't work. I couldn't find the reports that blutooth can actually work with this adapter in Ubuntu. So, my question is: Is there anyone with BCM43142 adapter that have bluetooth working? Thank You in advance. PS. Ubuntu 12.10 x64 Update: After some fiddling around with different drivers from different sources I managed to get bluetooth working. Not flawlessly but at least I can pair a device. Bluetooth started working after installation of this package bt-bcm43142-onereic_0.0+20111116somerville2_amd64.deb Originally I found this package on the disk with Ubuntu which came with the Laptop. What this package does, it installs a firmware loader and a firmware itself. This firmware needs to get bluetooth working. Still bluetooth sometimes doesn't work even with this package. But manual loading the firmware helps. brcm_patchram_plus_usb --patchram /lib/firmware/BCM43142A0_001.001.011.0028.0036.hcd hci0 Also I found it strange that this package writes all different ids into /sys/bus/usb/drivers/btusb/new_id because only one from the list matches my device ID bcm43142.conf: install btusb /sbin/modprobe --ignore-install btusb && echo '0a5c 21d3' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21d7' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21e1' > /sys/bus/usb/drivers/btusb/new_id && echo '0a5c 21e3' > /sys/bus/usb/drivers/btusb/new_id && hciconfig hci0 up && /usr/bin/brcm_patchram_plus_usb --patchram /lib/firmware/BCM43142A0_001.001.011.0028.0036.hcd hci0 & My lsusb: ... Bus 002 Device 003: ID 0a5c:21d7 Broadcom Corp. In conclusion: bluetooth works not nearly as good as in windows :( once I even got a complete crash of the system because of the btusb module. Luckily WiFi works perfectly :)

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  • How does a website latency simulator work

    - by nighthawk457
    Sites like webpagetest allow users to enter a website url and a test location, to run a speed test on the site from multiple locations using real browsers. Can anyone give me a basic idea of how sites like this work? You also have plugin's like Aptimize latency simulator or charles web debugging proxy app, that simulate the delay while accessing a site from different locations. I am assuming since these are plugin's these function in a different way. How do these plugin's work ?

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  • How can architects work with self-organizing Scrum teams?

    - by Martin Wickman
    An organization with a number of agile Scrum teams also has a small group of people appointed as "enterprise architects". The EA group acts as control and gatekeeper for quality and adherence to decisions. This leads to overlaps between the team decision and EA decisions. For instance, the team might want to use library X or want to use REST instead of SOAP, but the EA does not approve of that. Now, this can lead to frustration when team decisions are overruled. Taken far enough, it can potentially lead to a situation where the EA people "grabs" all power and the team ends up feeling demotivated and not very agile at all. The Scrum guides has this to say about it: Self-organizing: No one (not even the Scrum Master) tells the Development Team how to turn Product Backlog into Increments of potentially releasable functionality. Is that reasonable? Should the EA team be disbanded? Should the teams refuse or simply comply?

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